Human Resources Business Partner-logistics

Key Responsibilities: 1.Strategic Business Partnership: Build trusted advisor relationships with Operations, Transportation, and Warehouse leadership teams (Manager/Director/VP level). Understand the unique operational challenges, financial drivers (e.g., cost per mile, warehouse efficiency), and workforce dynamics of the logistics sector. Proactively identify HR needs and develop tailored solutions that support business objectives, safety goals, and operational excellence. Translate business goals into HR priorities, workforce plans, and talent strategies. Partner on organizational design, restructuring, and change management initiatives specific to logistics workflows. 2. Talent Management & Development: Full Cycle Support: Partner closely with Talent Acquisition and hiring managers to ensure timely and effective recruitment for critical roles (Drivers, Warehouse Associates, Supervisors, Dispatchers, Operations Mgmt) in a competitive labor market. Leverage industry networks. Performa nce Management: Lead and coach managers through the performance review cycle. Develop strategies to address performance gaps, including performance improvement plans (PIPs) and skill development. Succession Planning: Identify high-potential talent within operations and develop robust succession plans for key roles. Employee Development: Partner with L&D to identify, develop, and deliver training programs addressing critical logistics needs (safety, compliance, leadership, technical skills). Engagement Retention: Proactively diagnose engagement issues using data (surveys, turnover rates, exit interviews) and develop/execute action plans to improve retention, particularly in high-turnover operational roles. 3. Employee Relations & Labor Law Expertise: Provide expert guidance and coaching to managers on complex employee relations matters (attendance, discipline, investigations, accommodations) within a union or non-union environment. Conduct thorough, objective, and timely investigations into employee concerns and complaints. Interpret and ensure consistent application of company policies, collective agreements (if applicable), and relevant employment legislation (FLSA, FMLA, ADA, EEO, DOT, OSHA, state/local laws). Deep understanding of DOT/FMCSA regulations impacting drivers is highly valued.Mitigate organizati onal risk through proactive compliance and sound ER practices. 4. Compensation Benefits Support: Partner with COEs (Centers of Excellence) or provide direct support on compensation reviews, benchmarking (especially for CDL drivers, warehouse labor), and job evaluations. Communicate and educate employees and managers on compensation programs and benefits. 5. HR Analytics &Metrics: Track, analyze, and leverage key HR metrics (turnover, time-to-fill, engagement scores, safety incident rates) specific to logistics operations to identify trends, measure HR effectiveness, and drive data-informed decisions and reporting to leadership. Understand how labor costs and workforce productivity directly impact the P&L of operational units. 6. Culture & ChangeChampion: Proactively foster a positive, inclusive, and safety-focused work environment aligned with company values.Act as a change agent, supporting leaders and employees through operational changes and organizational initiatives. Required Qualifications Experience: Education: Bachelor\’s degree in Human Resources, Business Administration, or a related field. Experience: Minimum 5+ years of progressive Human Resources experience , with at least 3 years specifically in an HR Business Partner role . Industry Focus: Demonstrated HR experience supporting client groups within the logistics, transportation, warehousing, supply chain, or 3PL industry. Core HR Knowledge: Proven expertise across the full spectrum of HR disciplines: talent acquisition, performance management, employee relations, compensation fundamentals, benefits, employment law, HRIS, and workforce planning. Employee Relations: Extensive experience advising managers, conducting investigations, and resolving complex ER issues. Labor Law: In-depth knowledge of federal, state, and local employment laws (FLSA, FMLA, ADA, EEO, etc.). Communication & Influence: Exceptional interpersonal, communication (written & verbal), and relationship-building skills. Ability to influence and coach at all levels, including senior operational leaders. Ability to communicate effectively with a diverse, non-exempt workforce. Problem Solving & Judgment: Strong critical thinking, problem-solving, analytical, and decision-making skills with sound judgment and discretion. Comfortable making decisions with incomplete information. Business Acumen: Demonstrated ability to understand business operations, financial metrics, and link HR initiatives to business outcomes. Agility & Resilience: Thrives in a fast-paced,dynamic operational environment. Comfortable with ambiguity and frequent change. Highly Preferred Qualifications: Direct Experience inWarehousing / Distribution Center (DC) or Fleet Operations Support. Experience in a unionized environment (including contract interpretation and grievance handling). Direct experience supporting significant hourly/blue-collar populations.Expertise in DOT/FMCSA regulations pertaining to drivers. Strong proficiency with HRIS systems (e.g., Workday, SAP SuccessFactors, UKG) and Microsoft Office Suite (especially Excel). Experience in a 24/7 operational environment.